What Is the Purpose of Feedback?

Consider whether we can truly be EFFECTIVE in the workplace without regular, high-quality FEEDBACK.

Can our employees perform efficiently in their roles, communicate effectively, and collaborate with colleagues, teams, and departments if they do not receive feedback on what they are doing well and what needs to be changed or improved?

Equally important is our WILLINGNESS to receive feedback and extract something valuable for our PERSONAL and PROFESSIONAL development—rather than adopting a defensive STANCE and putting on different MASKS.

Through years of working in human potential development, I have observed various approaches to this topic and encountered numerous EXPLANATIONS for why feedback is not given, such as:

• “I don’t have time for that.”

• “That’s not my job.”

• “It’s difficult for me to talk about this.”

• “Everyone should know what is expected of them in their role. Why should I have to say it?”

• “I don’t want to hurt my colleague’s feelings.”

• “I’m not sure the employee won’t misunderstand me.”

• “I don’t have enough information. I’ll address it when I have everything.”

• “I don’t like evaluating others.”

A study conducted by Ken Blanchard’s company identified three main reasons why people resist giving feedback: they fear the other person will get upset; they have tried before without success; and they are unsure how to do it effectively.

I believe we can all agree that providing feedback is a highly valuable SKILL in the business world—it helps individuals recognize their strengths and weaknesses, grow, stay motivated, correct mistakes, adopt new work approaches, and take a proactive approach to change.

This is why each of us has the RESPONSIBILITY to master this skill to foster the DEVELOPMENT of both our team members and ourselves.

If you are wondering how to recognize when you are ready to provide POSITIVE and/or CONSTRUCTIVE feedback, I would like to share some key GUIDELINES with you.

We are ready to provide feedback when we:

• Are AWARE that the person we are addressing has their own STRENGTHS and WEAKNESSES and understand the approach that MOTIVATES them.
• Are COMMITTED to being a CONSTRUCTIVE participant in the DIALOGUE—through openness, active listening, asking the right questions, and striving to understand the other person’s perspective.
• Are PREPARED to RECOGNIZE and APPRECIATE dedication, effort, motivation, and a proactive attitude.
• Are INTERESTED in addressing the situation or problem objectively, defining responsibilities, and encouraging the other person to leverage their strengths in resolving the issue while providing necessary SUPPORT.
• Have CHOSEN an appropriate setting and timing that signals a desire for COLLABORATION, rather than an exercise in asserting positions, roles, or egos.
• Are willing to demonstrate that we are WALKING ON THE SAME SIDE OF THE STREET.

The purpose of this text is not simply to be read, but to  inspire  reflection on how YOU FUNCTION in this area. The insights shared here can be transformed into practical TOOLS for the DEVELOPMENT of those around you.

Remember a proven principle: BY DEVELOPING OTHERS, WE DEVELOP OURSELF!